工商管理学院知识库

        Prohibitive voice is of great significance in correcting the deviation of organizational operation and enhancing organizational activity.However,  under the traditional Chinese background of "talking too much must be lost", the phenomenon that employees do not speak up is prevalent. Current studies have found that high-performance work systems can better promote employees' prohibitive voice. However, with the potential "dark side" of the high-performance work system raised, no research has focused on whether it has a negative impact on prohibitive voice. Based on this, this paper studies the "double-edged sword" effect of high -performance work system perception on prohibitive voice at the employee level, and introduces psychological safety and emotional exhaustion as mediating variables, power distance and work autonomy as moderator variables. The business management practice under the situation provides useful ideas and has outstanding theoretical and practical significance.

         This article is based on conservation of resources theory, job demands-resources model, and job demand-control model. It takes 266 enterprise employees as a sample and uses SPSS24.0 and Mplus8.3 to conduct statistical tests. The research results show that: (1) High-performance work system perception has a "double-edged sword" effect on prohibitive voice. When employees perceive that high-performance work system provides more work resources than job requirements, the high-performance work system perception positively affects prohibitive voice through psychological safety; when employees perceive that high-performance work system provides more work requirements than work requirements resource, high-performance work system perception negatively affects prohibitive voice through emotional exhaustion. (2) Power distance negatively regulates the influence of psychological safety on prohibitive voice, and the entire mediating mechanism of high performance work system perception positively affects prohibitive voicethrough psychological safety. (3) Work autonomy negatively modulates the impact of high-performance work system perception on emotional exhaustion, and the entire mediating mechanism that high-performance work system perception negatively affects prohibitive voice through emotional exhaustion. (4) Psychological safety and emotional exhaustion, as multiple mediators, affected the relationship between high-performance work system perception and prohibitive voice and themediating effects were different.

        Finally, according to the research conclusions, this paper puts forward specific management suggestions from five aspects: (1) Create a good atmosphere of advice. (2) Pay attention to the stress management of employees. (3) Take notice of the balance of work resources and work requirements in the high-performance work system. (4) Pay attention to the "matching of power and talent" of work autonomy. (5) Cultivate an active and open leadership style.